HR News & Insights
The latest HR trends, workplace updates, labour law changes, AI in HR, recruitment strategies and people management insights, all in one place.
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HR Compliance
Fifteen days of pay for every completed year, divided by 26, after five years of service. That is the whole formula, and the arguments are all about what counts. Who qualifies, how part years round, what salary means, the ₹20 lakh ceiling, the tax treatment and the 30-day payment clock.
HR Analytics
Leavers divided by average headcount, times 100. The formula is the easy part, and the denominator you pick can move the same company between 10 and 15 per cent. How to calculate it properly, annualise a part-year figure, separate voluntary from regretted, and why retention is not 100 minus attrition.
Startup & SME HR
Most startup HR obligations are triggered by headcount, and the numbers that matter are 1, 10, 20 and 50. What to register before the first hire, what kicks in at each threshold, which policies to write and which can wait, when to hire HR, and what founders get wrong.
HR Analytics
Most HR dashboards report forty numbers and answer none of the three questions a chief executive is asking. Here are the eight metrics that earn a place, the formulas behind them, the ones people calculate wrong, and how to present the lot on a single page.
HR Compliance
A settlement is a reconciliation in both directions, and most disputes come from one line nobody explained. Every component that goes in and out, how leave encashment is calculated and taxed, what can and cannot be recovered, the timelines that actually bind, and the documents owed.
Employee Engagement
Engagement is driven by the manager relationship, clarity, autonomy and growth. Activities sit a long way down that list, and that is the problem. Ideas grouped by the driver they actually move, with effort, cost and owner against each, and the ones that reliably do not work.
HR Technology
There is no single best HRMS, only the one that fits your headcount, your states and your payroll complexity. A look at the Indian market, what statutory handling to insist on, how pricing actually works, and the questions that separate a good demo from a good system.
Performance Management
A review is asked to do four incompatible jobs at once, and almost everything that goes wrong with the process follows from that. How to set the cycle up, gather evidence instead of recalling the last six weeks, calibrate without a forced curve, run the conversation, and link ratings to pay without wrecking the development discussion.
Performance Management
A KPI tells you whether the business is healthy. An OKR tells you what you are trying to change this quarter. Most teams collapse the two, set OKRs that are really KPIs with a target attached, and wonder why nothing moves.
Recruitment
A scorecard is four to six criteria, an anchored rating scale, and evidence written down before anyone is allowed to pick a number. The template itself, how to set the criteria and the rating anchors, who scores what, how to run the debrief so the loudest voice does not decide, and where scorecards fail.
Employee Engagement
Most recognition programs are announced with enthusiasm and quietly abandoned by quarter three. What separates the ones that survive is not the budget or the platform. It is who gives the recognition, how specific it is, and whether anyone is measuring what happens next.
Recruitment
One is a duration, the other is money, and improving either one usually damages the other. That trade-off is rarely stated when both are set as targets. What each metric measures, how both get calculated wrong, the cost of vacancy figure that settles the argument, and a worked comparison of an agency hire against an in-house one on the same role.
Trusted HR news, expert insights and emerging workplace trends, written for Indian workplaces.
